“The stigma associated with outsourcing is from bad experiences. I think so many people have hired an outside firm with the wrong criteria in mind – thinking they have expertise but can’t stand working with the team. I don’t care how smart they are about a particular category, you have to want to work with them every day – just like coworkers.” —Jennifer Ulrich, VP, Advisory, Corcentric
The procurement talent landscape has always been complex, and the last few years have accelerated the rate of change and amplified the impact on companies of all sizes.
First there was the pandemic, and the transition to working from home. This gave way to the Great Resignation, which saw people leaving their jobs in droves. Some exited the workforce altogether, others switched jobs or industries, and many decided to take the opportunity to dabble in entrepreneurship.
Now, with trouble looming on the economic horizon, the pendulum is starting to swing back in the other direction, and news of large scale layoffs is making people think twice about leaving a secure position.
In this episode, based on an AOP Live session, Joe Payne, SVP of Source-to-Pay, and Jennifer Ulrich, VP of Advisory, from Corcentric answered a range of questions about these employment trends and how they are impacting procurement talent:
- The challenges created by the 59% of procurement professionals who told us that when faced with talent shortages they just “work harder”
- The opportunity that exists to leverage hybrid insource/outsource procurement delivery models – particularly at the strategic end of the hiring market
- How the combination of so much disruption in the overall employment market is expected to affect hiring managers and procurement organizations into next year
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Links & Resources
- Joe Payne on LinkedIn
- Jennifer Ulrich on LinkedIn
- Watch Again: Could the Great Resignation Lead to BETTER Procurement Talent?